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SUNY at Stony Brook Human Resource Management Employee Training Performance Test

SUNY at Stony Brook Human Resource Management Employee Training Performance Test

Question Description

This is an extremely important assignment. It needs to be 100% correct and top-level work. All answers need to be checked.

Attached are the answers which need to be double checked and corrected as needed. This has to be 100% correct before turning in. The answers on the attached document highlighted in yellow, I am pretty sure are correct. The ones highlighted in purple I am not so sure of. At the end of the multiple choice and true/false questions, the 4 essay questions need to be completed. These must be answered completely and correctly. It is important to get 100% on this quiz.

_____1. Providing employees with information and skills they need to successfully perform is:

  • education
  • orientation and training
  • colleges and universities
  • required by law

_____2. The methods used to give employees the skills they need to perform their jobs is called:

  • orientation and training
  • education
  • training
  • development

_____3. Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills is called:

  • on the job training
  • management development
  • outside seminars
  • understudy coaching

_____4. Training is essentially a(n):

  • memorization process
  • learning process
  • assessment process
  • technical process

_____5. It is easier for trainees to understand and remember material that:

  • is presented in color
  • they get to watch while learning
  • is meaningful
  • is from a job analysis

_____6. The way to motivate trainees is to learn by:

  • memorization
  • doing
  • watching
  • comparing

_____7. The basic reference points in determining the training required for performing the job are:

  • job instruction and job description
  • job analysis and job specification
  • job description and job specification

_____8. When an employee is given special assignments, it may be called

  • coaching
  • vestibule training
  • job instruction training
  • job rotation

_____9. Advantages of on the job training include all of the following EXCEPT:

  • being relatively inexpensive
  • learning while producing
  • training large groups quickly
  • minimal classrooms or learning devices

_____10. When you create a realistic situation and then have the trainees assume the parts of persons in that situation, it is called:

  • case study method
  • role playing
  • managerial games
  • behavior modeling

_____11. Management games are:

  • popular
  • being replaced with computerized simulation
  • fun, but rarely effective

_____12. Why you show trainees the right way to do something, let each person practice doing it, and then provide feedback regarding each trainee’s performance, it is called:

  • case study method
  • role playing
  • management games
  • behavior modeling

_____13. Performance appraisal includes the following factors EXCEPT:

  • determining pay increases
  • setting work standards
  • assessing actual performance
  • providing feedback to the employees

_____14. The performance appraisal step that usually requires one or more sessions in which performance and progress are discussed and plans made for development is called the:

  • performance session
  • feedback session
  • planning session
  • development session

_____15. The simplest and most popular technique for appraising performance is the:

  • alternation ranking method
  • forced distribution method
  • graphic rating scale
  • paired comparison scale

_____16. The appraising performance method which ranks employees by listing all possible pairs of employees and for each trait indicating which employee is better of the pair is know as the:

  • alternation ranking method
  • paired comparison method
  • forced distribution method
  • graphic rating scale

_____17. Performance appraisal is defined as evaluating an employees’ performance relative to:

  • established goals
  • fellow employees
  • job description requirements
  • performance standards

_____18. The performance appraisal method which is similar to grading on a curve and uses a predetermined percentage of ratees which are placed in various performance categories is the:

  • forced distribution method
  • paired comparison methods
  • graphic rating scale
  • alternation ranking method

_____19. The appraisal method which involves keeping a record of desirable or undesirable examples of an employee’s work related behavior and reviewing it with the employee is the:

  • forced distribution method
  • paired comparison method
  • alternation method
  • critical incident method

_____20. The following are problems for managers when using performance appraisal methods EXCEPT:

  • central tendency
  • quotas
  • unclear standards
  • halo effect

_____21. In performance appraisal, the problem that occurs when a supervisor’s rating of a subordinate on one trait biases the rating of that person on other traits is called:

  • bias
  • halo effect
  • trait bias
  • strictness/leniency

_____22. When supervisors who are engaged in a performance appraisal rating have a tendency to rate all employees the same way, this is a problem that is referred to as:

  • bias
  • halo effect
  • strictness/leniency
  • central tendency

_____23. When supervisors allow individual differences such as age, race, and sex affect the appraisal ratings that employees receive, this is a problem that is referred to as:

  • bias
  • halo effect
  • trait effect
  • individual effects

_____24. The easiest type of appraisal interview to conduct is:

  • satisfactory-promotable
  • satisfactory-no promotable
  • unsatisfactory-correctable
  • unsatisfactory-uncorrectable

_____25. When conducting the appraisal interview the following should be kept in mind EXCEPT:

  • set a completion time
  • be direct and specific
  • don’t get personal
  • encourage the person to talk

Part 2 – True or False (15 points)

__T___26. On the job training involves having a person learn a job by actually working at it.

__F___27. On the job training requires facilities like classrooms, programmed learning devices, and textbooks and can become expensive.

__T___28. When providing knowledge to a sales force about a new product, on the job training is most advantageous.

__F__29. Training employees from abroad simply involves translating existing programs into other languages.

___F__30. Popular organizational development techniques include survey feedback, sensitivity training and on the job training.

___F__31. Sensitivity training is a method of increasing employees’ awareness of the usefulness of diversity in the workforce.

___T__32. Performance appraisals provide information upon which promotion and salary decisions can be made.

___F__33. Human resource managers are responsible for training supervisors to improve their appraisal skills.

___T__34. Performance appraisal requires feedback sessions in which performance and progress are discusses and plans are made for development.

___F__35. The most popular technique for appraising performance is the forced distribution.

___T__36. The critical incident method of performance appraisal provides specific examples of good and poor performance.

__F___37. The forced distribution method of performance appraisal is similar to management by objectives.

__T___38.It is advisable to use descriptive phrases when defining traits so that appraisals are consistent.

___F__39. The bias error is when you rate people to high or too low.

___T__40. When individual differences among affect the ratings they get (apart from actual performance) it is called “leniency or strictness.”

Part 3 – Essay Questions (Answer all four questions) (10 points/each)

  • As a Human Resource Manager, you are responsible for overseeing the development of training programs for your company. What steps would you take to design your program?
  • The text and class lectures listed a number of management development techniques. Which one do you think is the most effective? Defend the choice and contrast it with at least two other techniques. How would you go about deciding whether a particular training need should be met with ON THE JOB or OFF THE JOB training?
  • What is the purpose of a performance appraisal? Discuss the pros and cons of the various Performance Appraisal tools (i.e. Graphic Rating Scale). There are several different options available for who should conduct the appraising. Identify each option, and give the advantages and disadvantages for each.
  • List the advantages and disadvantages of job rotation, and in your response include a listing of techniques that can be instituted to improve the use of job rotation.

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